CompaniesInTheUK

FORT VALE ENGINEERING LIMITED

Company number 00902920 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 8.2% lower than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 52% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within manufacture of basic metals it is around the middle of the pack of 32 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 578 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 388 employers 22.5% to 25.0%: 356 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,642 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

-10% 0 +10% +20% +30% +40% +50% +60% +70% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 1.6% 2018/19: 6.9% 2019/20: 11.8% 2020/21: 7.2% 2021/22: 7.4% 2022/23: 7.3% 2023/24: 10.9% 2024/25: 8.4% 2025/26: 8.2% Median gap 2017/18: -0.6% 2018/19: 5.9% 2019/20: 2.1% 2020/21: 2% 2021/22: 1.8% 2022/23: 2.7% 2023/24: 3.4% 2024/25: 1.7% 2025/26: -5.5% Mean gap 2017/18: 0% 2018/19: 51.5% 2019/20: 68.8% 2020/21: 34.4% 2021/22: 16.3% 2022/23: 27.2% 2023/24: 22.2% 2024/25: -1.1% 2025/26: 32.5% Median bonus gap

The gap has widened since the 1.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 8.2% -5.5% 32.5% 9.1% 12.4%
2024/25 8.4% 1.7% -1.1% 8.7% 16.3%
2023/24 10.9% 3.4% 22.2% 8.9% 15.4%
2022/23 7.3% 2.7% 27.2% 9.5% 14.3%
2021/22 7.4% 1.8% 16.3% 12.5% 16.1%
2020/21 7.2% 2% 34.4% 11.8% 16.3%
2019/20 11.8% 2.1% 68.8% 12.5% 20.2%
2018/19 6.9% 5.9% 51.5% 13.1% 17.2%
2017/18 1.6% -0.6% 0% 12.5% 12.2%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.